Occupational Profile and Career Choice - Essay Example

OCCUPATIONAL PROFILE REPORT INTRODUCTION This report will indicate the competency analysis and conceptual review of my occupational profile designed for delivering my productive labor as a team leader for a crew of twenty five workmen in a marketing firm. From the various ideas and theories related to the management application, I would like to focus on the two basic concepts – Division of Labor and Human Capital Management. These two concepts are lying at the core of every team effort managed towards a far-effective organizational goal. The two concepts will apply to the negotiation and implementation of activities desired for the purposeful objectives of the role of a team leader. The profile is intended to set higher targets and optimum management of human capital for business expansion and sustainability of profit. As such, the goal is to create a team of efficient and result oriented go-getter work force to execute the division of labor assigned on each head. More effectively, the team has to look into the areas of target fixation, coordination and evaluation of daily business procurement, as well as interim meetings meant for role defining process. Hence, it is expected that the report meets the merit of competency as it complies with the guidelines for concept studies necessary for the team leader’s occupation. Career Choice Present day business requires technically sound professionals for matching the international standards. The previous years of my study has gained me a post graduate degree in business administration with human resources management (HR) as elective. From the confidence and knowledge I have now, I am capable of doing the job of a manager. With shortage of experience, it is my choice to work as a team leader in a large organization where I can learn the process of climbing organizational human ladder. Although there are no universally accepted criteria for deciding whether a job is good or bad, usually people believe that the reward should par with their professional costs and satisfy their needs and ambitions1. I chose this occupation for three basic reasons. Firstly, it is related to my studies and the skills I was practically trained during my course. Secondly, it helps me meet the living expenses until I find a better position amidst lack of experience. Finally, this job is quiet promising as it offers me ample of chances to cater to my management skills and enterprising chances of promotion. Development of Concept – Human Capital Management In the process of management, application of human resource management concepts hails a principal role by which predefined activities are effectively managed by human efforts. Human Capital Management (HCM) is such a concept that develops, organizes and evaluates the creative human interference in the process of productive organizational management. According to certain findings, “the concept of human capital is concerned with the added value people provide for organizations” (Baron & Armstrong, 5)2. Workforce is one of the most important elements of management of any organization. A business essentially requires the employment of a marketing stream. While the tangible assets such as plant, machinery and transportation help build the production platform; the growth and sustainability of the business is guaranteed only by the presence of a result oriented intangible group of assets. Human capital is more important than most other elements required for the business such as copyright, royalty, customer relations, brands or the corporate images. In the process of developing the concept of HCM, it can be seen that human capital is not the expenditure to any organization; in fact, it is a valuable asset. Therefore, the team leader and the manager should be able to bring more human capital from people and consider them as investment to the business process. The training required for acquiring the skill levels, however, matters cost and time to most employees. They can overcome this burden by developing a strategic view which helps them realize the demand and payment for skilled labor is many times higher than unskilled labor in an organizational set up. On the other side, the employers experience the benefits of HCM in improved productivity at reduced risk levels and consistent profitability of the business. The second concept, Division of Labor, is taken for the subordination of the above concept of HCM with a view to proportionately divide the entire task into number of people intended to take up the assignment. In the modern work environment, “even within a single company, there are often very different labor conditions from worker to worker”3 The process of dividing the labor looks into key aspects of equality of power, time and responsibility required, as well as utilized by each assignee in completing the assignment. Such a division in the marketing context helps the executives to perform more liberally within the timeframe while the team leaders can easily communicate to them during the operational process. Division of a Labor as a concept of management may fit the best the marketing assignments. As studies suggest, each worker gets equal and similar opportunity as a share of his duty to perform everyday under this concept which makes him an expert and innovative at his own field of action whereby saving time and money spent on the execution of the targeted assignment4. Even though a greater part of the modern management views have negative opinions about the employment of division of labor in manufacturing units, the conceptual conflicts are irrelevant to the contexts of marketing management. In a situation where individual tasks are set to be repeated without further changes, executives can continue with their work uninterrupted by external issues. Analysis of the Concepts of Occupation Considering the challenges and opportunities in the field of marketing, a profile report serves the purpose of doctrine of my human resources management areas and helps solve the risk factors identified therein. Based on studies related to the topics associated with the occupation, a variety of books are referred and synopses are made for the best effect. As primarily seen, ‘this idea relates primarily to the specialization of the labor force, essentially the breaking down of large jobs into man tiny components’.5 As such, the task burden of the individual reduces to small proportions whereby the executions, as well as evaluation processes become more effective. This application, as I believe, will surely help understand the shortcomings easily for the required regulations. Similarly, the application of human capital management (HCM) can solve issues related to productivity of the workforce. At this juncture, it is important to mention the issues like workplace theft (committed by employees to recover the unpaid wage) and other symptoms of employee resistance6. As per the details of studies, HCM helps to measure and improve the productivity, minimize risk by applying changes in outcome expectations, plan for needs and assist the performance improvement for facilitating the primary function of marketing. In the process marketing, the need for expansion is of the highest priority amidst challenges posing on different behavior groups. I believe the concept of Division of Labor will be an optimum tool for eliminating the entries of disputes and conflicts among the executives chosen for specific assignments each day. The classification of work and supervision of the tasks become easier as the area and specimen of the assignment varies from individual to individual. I believe the basic aid of division of labor in my occupation is it makes the process of role definition easier than a rather centralized team work. Moreover, the task force has increased liberty to decide their action plans stipulated to the timeframe, which saves me the time and effort invested in training a uniform skill-set for them. This concept also helps in setting up maximum expectation of productivity as the continuous supervision is an easier process for me. According to an evaluation, “the profit is the monetary part of the surplus value, as the difference between monetary costs and benefits of the labor process ((Dongen, 45)7. As such, the productive employment of an effective system of the two concepts can benefit me from having a result-oriented workforce with predestined profitability in the marketing process. Conclusion As an overall evaluation of the occupational profile and the concepts chosen for application, it may be seen that the emphatic presence of principles of managerial actions with enough flexibility to amend strategies designs solid frames of productive orientation of all human efforts employed in the marketing process. While the concept of human capital management meets the challenges of employee potential and investment of skills and motivation; the other concept, division of labor, makes it easy for the executives to transfer the piece of assignment to the targets. As a team leader, it will be more enthusiastic for me to organize and control the activities assigned to each member if the two concepts work well as desired in the marketing management process. Finally, this occupational profile report will serve as a talisman for the future action on its successful outcome in the upcoming days of my occupation. Bibliography Baron, Angela, & Armstrong, Michael. Human capital management: achieving added value through people. Kogan Page Publishers, 2007. Brophy, Enda. “System Error: Labour Precarity and Collective Organizing at Microsoft”  Canadian Journal of Communication, 31 (2006) 619-638.  Dongen, W. Van. Towards a Democratic Division of Labour in Europe?: The Combination Model As a New Integrated Approach to Professional and Family Life. Cambridge University Press, 2009. Dhamee, Yousuf. Adam Smith and the Division of Labor. The Victorian Web. Accessed 14 March 2012 http://www.victorianweb.org/economics/division.html. Krahn., Harvey., Hughes, Karen & Lowe, Graham, S. Work, Industry, and Canadian Society. Cengage Learning, 2010. Kelley, Robin, D. G. Race Rebels: Culture, Politics and the Black Working Class. NY: The Free Press, 1996. Read More